Measurement the level of employee engagement factorThere are a number of external and internal factors that help measure the level of employee engagement. External factors include organization environment; its culture and values, manager-subordinate relationship, relationships with co-workers, monetary benefits and appraisals. Whereas internal factors include the personal values of employee, personality type and commitment to work. Gallup's research on employee engagement shows that there is a strong relationship between well being of an employee and the level of their engagement. An engaged employee is efficient an effective for the organizational outcomes.Employee engagement has direct effect on productivity and growth. If employees are engaged they will try level best to fulfill their job responsibilities which will consequently lead to not only increase in organization productivity but will also enhance the self performance of employee. In the world of globalization only those organizations which have highly engaged workers can survive and grow. But an organization can engage its employees only if the employees have the desired attitude. Therefore an organization should train its employees to change their attitudes if they want to properly manage workforce engagement. 7.3employee engagement survey reasonsNowadays, increasing diverse and geographically workforces bring global competition to live nd retain qualified employees aim. Organizations need to attract, motivately and engage employees though not only the core HR functions of compensation, benefits, performance management and talent development, but engagement programs, such as work life effectiveness, recognition and reward systems.In fact, one strategic employee engagement if designed correctly, is cost-effective program and valuable tools that can measured and increase employee involvement and ethusiasm in their work and contributions to their employer's goals or values. Industry research analysts indicated that companies in the top employee engagement designed program, which can brough 16% higher profits and 18% higher productivity in general. They also evaluated the relationship between employee engagement and employee turnover. Companies with light effective recognition engagement programs have 31 % lower ineffective turnover than organizations with ineffective recognition programs. However, to be most impactful engagement solutions require innovative features to enble full service, effective management of strategic engagement programs. Social communicative elements along with rich analytics and mobile capabilities that interoperate with existing HR solutions are necessary to keep more efficient and effective changing HR needs and organizational goals. As the economy slowly makes its way back in recovery mode and more employees are concerned with issues beyond job security. So organizations need to concern how to a focus on employee engagement and the criticial factor ithin organizations that drives performance. HR conulting forms point out a relationship between high levels of engagement and high levels of financial performance. Achieving overall employee engagement is overview to have need. For years, companies around the globle have conducted employee engagement surveys in an effort to determine why their organizations function the way they do, and how they can pull organizations to improve performance. The results of there employee engagement surveys sometimes reflect, better and accurate key business decisions and impacting the day-for-day lives of employees, shareholders and customers.But is that really all these is to real reflection? Should company focus on employee engagement as the key indicator of success or failure within their organization? Is high employee engagement brings some sort of better management skills?